Press Release: October 2026
HR expert warns: Doubled tribunal time limit means that every decision is now claimable
As of 1 October 2026, employees now have six months to bring a tribunal claim instead of three. For small business owners still relying on informal processes and patchy documentation, that extra time could prove very costly.
Tara Anstee, an HR consultant based in Hampshire, is urging local employers to treat this change as one of the most significant practical shifts in employment risk this year. The extended time limit applies to any incident, dismissal or act that takes place on or after 1 October 2026.
“The old three-month deadline actually protected a lot of employers”, Tara Anstee said. “Most employees missed it or ran out of time to get legal advice. Six months changes that completely.”
Tribunal claims have already risen by 54% year on year and the government’s own estimates suggest that this single change could drive a further 17% increase in claim volume.
Tara Anstee, who runs ZEST HR, says that too many business owners are assuming that this won’t affect them because they haven’t faced a claim before.
“That’s exactly the mindset that creates problems. If someone leaves under a cloud in November, they’ve now got until May to take advice, build a case and submit a claim. That’s a huge window. And if your records are thin or your process was shaky, you’ll struggle to defend it.”
The risk is not about retrospective claims. The change applies going forward. But from October onwards, every employment decision carries a longer tail.
“Think about the decisions you make week to week”, Tara Anstee explained. “Turning someone down after probation, managing a grievance, handling a restructure, each of those now sits in a longer exposure window. If the paperwork isn’t there or the process wasn’t followed, you’re more vulnerable for longer.”
Tara Anstee recommends that employers take four steps before October:
- Audit your current documentation for any gaps in contracts, policies and disciplinary records.
- Make sure that every management decision involving an employee is recorded clearly at the time.
- Check that managers understand basic process requirements for dismissals, grievances and performance management.
- Review any ongoing or unresolved situations that could carry over into October and beyond.
“You probably don’t need to overhaul everything, but you do need to know where your gaps are. The businesses that get caught will be the ones who can’t evidence what they did and exactly why.”
Tara Anstee is offering process and documentation reviews for local employers, designed to identify gaps and put practical fixes in place so that employers can relax knowing that their business isn’t at risk under the new rules.
To book a review, visit http://zesthr.co.uk.
ZEST HR works with small businesses across England, providing practical HR advice and compliance support.
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Note to editor:
TARA ANSTEE is available for further information and interview.